Gender discrimination - Idaho

Summary of differences between federal and state regulations

Employer defined

“Employer” means a person, wherever situated, who hires five or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year whose services are to be partially or wholly performed in the state of Idaho, except for domestic servants hired to work in and about the person’s household. The term also means:

• a person who as contractor or subcontractor is furnishing material or performing work for the state;
• any agency of or any governmental entity within the state; and
• any agent of such employer.

Unlawful employment practices

The unlawful employment practices and exemptions are similar to those under the federal Guidelines on Discrimination Because of Sex. For example, the state law includes exemptions for such things as bona fide occupational qualifications.

This state law does not apply to a private club or other establishment not open to the public, except to the extent that the goods, services, facilities, privileges, advantages or accommodations of the establishment are made available to the customers or patrons of another establishment that is a place of public accommodation.

A complaint must be filed within one year after the alleged unlawful practice occurs. If the alleged unlawful practice is of a continuing nature, the date of the occurrence can be any date up to and including the date on which the complaint was filed if the alleged unlawful practice continues.

State

Contact

Commission on Human Rights

Regulations

IDAPA 45 - Human Rights Commission

Idaho Statutes Title 67, Chapter 59 Commission on Human Rights

Federal

Contact

Equal Employment Opportunity Commission (EEOC)

Regulations

29 CFR Part 1604, Guidelines on Discrimination Because of Sex